1 Administrative Issues, Course Review, Student sg- 005 Expectations and Small Groups
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| STUDENT HANDOUT #19-2
Tattoo Decision Matrix LESSON NUMBER: 20 TASK: Climate Assessments STANDARD: 1. Define climate assessment. 2. Define the purpose of a climate assessment. 3. Identify the conditions which assessments are conducted. 4. Identify the indicators of a unhealthy EO climate. 5. Explain the principles of leaders and EOLs. 1. The purpose of a climate assessment is to provide the leadership a “picture” of a unit as it is perceived by members of the organization as it relates to race, gender, color, religion, national origin, and sexual harassment. 2. Key elements that are critical to the command climate assessment are: a. The desired outcome. b. The scope and sequencing of events. c. Resources and required time schedules. d. Action planning and intervention strategies. e. The following is a discussion of five of the more common conditions that require climate assessments. (1) AR 600-20 requires commanders to conduct a unit climate assessments within 90 days of assuming command (180 days for Reserve Components) and annually thereafter. (2) Command Directed (3) Driven by Events (4) Staff Assistance Visit (5) Monitoring Equal Opportunity Action Plan. 3. Tools to assess climate. a. DEOCS: Defense Equal Opportunity Management Institute Organizational Climate Survey (minimum of 16 assigned personnel to conduct a DEOCS). b. Command Climate Survey. c. Supplement any survey efforts with individual and group interviews, the analysis of unit records and statistical information (awards, promotions, reenlistment, incidents of misconduct resulting in punishment under the Uniform Code of Military Justice (UCMJ), and with complaint reports). 4. Common conditions that are indicators of a EO climate that is not healthy. a. Perceptions by Soldiers the EO complaint process is not working or supported by the chain of command. b. Sexual or racial jokes are prevalent. c. Increase in the number of EO complaints. d. Polarization of groups. e. Use of abusive words and display of offensive symbols. f. Low morale. g. Discriminatory practices in surrounding civilian community. h. Poor personal appearance by Soldiers. i. Poor military courtesy by Soldiers. j. Increased number of AWOLs. k. Claims of unfairness in promotions. l. “Cutting in” at dining facilities with the aid of members of one’s own group m. Increase in incidents of thefts, robberies, and assaults. n. Frequent fights. o. Increase in the volume and nature of rumors. p. Unwillingness to communicate between superior and subordinates. q. Increase in requests for transfer. 5. Principles for conducting climate assessments. a. Leaders must be capable and competent in dealing with EO issues. b. If leaders only act on problems they perceive are important, they will appear complacent. c. Spend as much time identifying and developing what is right about the unit as well as those things that are perceived to be wrong. d. Treat perceptions not as real issues but as having real consequences. e. Treat minor EO allegations and infractions with the same degree of sensitivity and sincerity as those that are more severe. f. EO awareness is seeing the impact of what is said, seen, or done. g. An effective open door policy is an open mind behind the door. h. Develop a positive course of action even when complaints are unsubstantiated. i. Leaders must know the environment in which their Soldiers live, work, and play. j. Follow through on all allegations of discrimination and sexual harassment. k. If you are not sure of something or need any type of assistance, contact your EOA. STUDENT HANDOUT #20-1 COMMAND CLIMATE SURVEY 
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